Melissa Reed is a Managing Partner at H.I.E.C, where she leads the firm’s Global Consumer and Digital Practice. With over 20 years’ experience in consumer, luxury and digital executive search, she partners with listed and investor-backed organisations to identify leadership capable of driving growth and transformation. Her work spans CEO succession planning, board appointments, and critical functional roles across consumer and digitally led sectors worldwide.

Below, Melissa discusses the leadership qualities needed to drive growth in today’s market, the often-overlooked challenge of embedding AI successfully, practical interview preparation tips, and what clients are prioritising as they plan their strategic hiring for 2026.

What do you specialise in here at H.I.E.C, and why does it matter?
I lead H.I.E.C’s Global Consumer and Digital Practice, partnering with listed and investor-backed organisations across consumer and digitally led sectors to appoint leaders who can drive growth and transformation. In an environment shaped by inflationary pressures, constrained capital markets, and shifting consumer behaviour, it matters more than ever to place leaders who can balance commercial performance with digital and customer-centric transformation. It’s a challenging market right now for many and we know that leadership decisions can have a disproportionate impact on resilience and growth.

How did you get into H.I.E.C?
Many years ago my career started in HR and this led to an interest in how leadership shapes business outcomes. Having worked in a couple of large US listed global search firms, I wanted to maintain this level of work and network but in a more customer friendly way – as a global boutique I think we strike a great balance between scale and reach with a very personal relationship driven approach. The heritage of the business is digital and technology leadership and the opportunity for me to overlay that with consumer industry knowledge seemed like a good idea at the time so I could have broader discussions with clients around their business pressures.

What is the biggest piece of advice for executives going into an interview?
Focus on impact rather than chronology. Think about demonstrable relevant examples that highlight what you have done and what outcomes were achieved. Engage with good insightful questions that show you understand their business. You need to maintain engagement so there is no need to include everything you have done. Be selective and think quality over quantity in your answers.

What’s the most significant shift happening in your sector that most leaders aren’t seeing yet?
Naturally, we are finding that AI is the big debate but it’s not just about investing as many organisations are underestimating the leadership shift required to embrace and embed this capability successfully in their organisation. Tech investment and innovation is essential, but success is intrinsically linked to leadership.

What’s your focus for Q1 2026?
Helping clients think through their leadership plans for 2026. Some of this is a look back at last year – what worked and what didn’t and mapping competencies against business strategy for the year to identify where the skills gaps are and how to build these in the organisation, whether through internal development or external support. This is very intentional strategic hiring.

What’s one trend you’re seeing emerge in your region?
Leaders who can bring the 3 C’s – Certainty, Clarity and Consistency. This is an ever-changing global landscape, and leaders need to be able to roll with this level of change. Hybrid leaders who can navigate both growth and cost-efficiency agendas.

What are clients asking you most frequently right now?
Clients have high expectations at the moment as they need leaders who can perform through sustained uncertainty. They also need to demonstrate great engagement and culture and values fit is a must.

Please reach out to Melissa here if you would like to discuss any of the topics raised further.